St. Louis City Revised Code (annotated) has been converted to electronic format
by the staff of the St. Louis Public Library. This electronic version has been done for
the interest and convenience of the user. These are unofficial versions and should be used
as unofficial copies.

Official printed copies of St. Louis City Revised Code may be obtained from the
Register's Office at the St. Louis City Hall.

The following positions of the Municipal Tax Section, whose
duties shall be those indicated by their respective titles and codes are
hereby allocated as listed below and adopted as the classification plan for
the Municipal Tax Section:

Class Title

Code

Grade

Account Clerk I

1141

8G

Administrative Officer I

1621

15G

Administrative Officer III

1205

19G

Administrative Officer IV

1203

26M

Auditor I

1471

16G

Clerk I

Clerk II

Clerk IV

1115

13G

Data Entry Operator II

1312

8G

Data Entry Operator I

1311

6G

Field Inspection Manager

3916

18G

Field Service Representative I

1311

6G

Field Service Representative II

1312

8G

(Ord. 62005 § 1 (part), 1990.)

4.46.020 Pay scale--Beginning June 17, 1990.

There is hereby adopted as the official pay schedule for all
classification grade of positions in the office of the Municipal Tax Section
which are denoted by the suffix "G" of the ordinance beginning with
the bi-weekly pay period starting June 17, 1990 and extending through the
bi-weekly pay period ending December 15, 1990.

BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS

Grade

Minimum

Maximum

6G

526

711

8G

580

783

13G

742

1001

15G

817

1103

16G

858

1158

18G

946

1277

19G

993

1340

(Ord. 62005 § 2(a)(1), 1990.)

4.46.030 Pay scale--Beginning December 17, 1990.

There is hereby adopted as the official pay schedule for all
classification grades of positions, which are denoted by the suffix
"G" of this ordinance beginning with the bi-weekly pay period
starting December 17, 1990 and extending through the bi-weekly pay period
ending June 15, 1991.

BI-WEEKLY RANGE OF PAY IN WHOLE DOLLARS

Grade

Starting

Maximum

6G

537

725

8G

592

799

13G

757

1021

15G

833

1125

16G

875

1181

18G

965

1303

19G

1013

1367

(Ord. 62005 § 2(a)(2), 1990.)

4.46.040 Management pay schedule--Beginning June 17, 1990.

There is hereby adopted as the official pay schedule for all
classification grade of positions in the office of the Municipal Tax Section
which are denoted by the Suffix "M" of the ordinance beginning with
the bi-weekly pay period starting June 17, 1990 and extending through the
bi-weekly pay period ending December 15, 1990.

BI-WEEKLY SCALES OF PAY IN DOLLARS

Grade

Starting

Maximum

26M

1397

2096

(Ord. 62005 § 2(b)(1), 1990.)

4.46.050 Management pay schedule--Beginning December 17, 1990.

There is hereby adopted as the official pay schedule for all
classification of positions, which are denoted by the suffix "M" of
this ordinance beginning with the bi-weekly pay period starting December 17,
1990 and extending through the bi-weekly pay period ending June 15, 1991.

BI-WEEKLY SCALES OF PAY IN DOLLARS

Grade

Starting

Maximum

26M

1425

2138

(Ord. 62005 § 2 (b) (2), 1990.)

4.46.060 Appointments.

The appointing authority is authorized to appoint and employ
auditors, field service representatives, administrative officers, custodians
and accountants in addition to those enumerated in Section 82.390 of the
Revised Statutes of Missouri; however, the salaries shall not exceed the
amount as set forth in this ordinance.
(Ord. 62005 § 3, 1990.)

4.46.070 Starting salary.

A. The minimum rate of pay for a position shall be paid upon
original appointment to the class, unless the appointing authority finds that
it is impossible to recruit employees with adequate qualifications at the
minimum rate.

B. If an advanced starting salary is necessary, the
appointing authority may establish a recruitment rate for a single position or
all positions in a class and authorized employment at a figure above the
minimum but within the regular range of salary established for the class.
(Ord. 62005 § 4, 1990.)

4.46.080 Promotion, demotion, reallocation and transfer.

An employee who is transferred, promoted, demoted, or whose
position is reallocated after the effective date of the ordinance codified in
this chapter, shall have his or her rate of pay for the new position
determined as follows:

A. Promotion: This shall be defined as a change of an
employee from a position of one class to a position of class with a higher
pay grade.

1. When an employee is promoted to a position in the
General or Management Schedule which is only one grade higher, the
employee's salary shall be set at a rate which is five percent (5%) higher
than the rate received immediately prior to promotion. If the position to
which the employee is promoted is two (2) or more grades higher than the
original position, the employee's salary shall be set at a rate which is
ten percent (10%) higher than the rate received immediately prior to
position. The appointing authority may approve up to a fifteen percent
(15%) salary adjustment upon promotion when such action is needed to
attract experienced, qualified candidates for a position.

2. Such salary determination shall take into
consideration the nature and magnitude of the accretion of duties and
responsibilities resulting from the promotion. However, no employee shall
be paid less than the minimum rate nor more than the maximum rate for the
new class of position.

B. Demotion: This shall be defined as a change of an
employee to a position of one class to a position of another class which has
a lower pay grade.

1. If an employee accepts a voluntary demotion, his or
her rate of pay shall be reduced to a rate within the range for the new
position which is five percent (5%) lower than the rate received
immediately prior to demotion. The appointing authority may approve up to
a ten percent (10%) salary decrease upon demotion. However, no employee
shall be paid less than the minimum nor more than the maximum rate for the
new class of position.

C. Reallocation.

1. The salary of an employee which is in excess of the
maximum of the range prescribed by this chapter for the class and grade to
which his or her position has been allocated or may be reallocated shall
not be reduced by reason of the new salary range and grade. The salary of
such employee shall not be increased so long as he or she remains in the
class of position, except as otherwise provided by this chapter.

2. If the employee's position is reallocated to a class
in a lower pay grade and the rate of pay for the previous position is
within the salary range of the new position, his or her salary shall
remain unchanged.

3. The salary of an employee whose position is allocated
to a class in a higher pay grade shall be determined in accordance with
the provisions of Section 4.46.090 relating to salary advancement on
promotion.

D. Transfer. The salary rate of an employee who transfers
to a different position in the same class, or from a position in one class
to a position in another class in the same pay grade, regardless of pay
schedule, shall remain unchanged provided that no employee shall be paid
less than the minimum nor more than the maximum rate for the new class of
position.
(Ord. 62005 § 5, 1990.)

Editor's note:

Ordinance 62005 was passed July 15, 1990.

4.46.090 Salary adjustment.

Salary adjustments for all employees shall be based on
considerations of merit in the performance of duties and success in fulfilling
predetermined goals and objectives as herein provided:

A. Positions for which salary is established in the
General Schedule.

1. Eligibility for within-range merit increases to be
effective at the beginning of the first bi-weekly pay period which is paid
in each new City fiscal year, shall be determined by the appointing
authority. The appointing authority shall grant within-range salary
adjustments in any whole dollar increment up to ten percent (10%) of the
employee's bi-weekly base salary.

B. The appointing authority may establish additional
guidelines for all within-range salary adjustments for classes in the
General Schedule to ensure the effective utilization of salary ranges to
reward meritorious service.

C. Positions for which salary is established in the
Management Schedule:

1. Advancement in the salary range shall be made solely
on the basis of demonstrated successful performance of the duties of the
position. The increase shall be based on the degree to which the
employee's actual job performance materially contributes to the effective
management of and increases the total work product of, the organization in
a clearly demonstrated manner, either from a quantitative or qualitative
standpoint.

2. A decrease in the salary range for poor performance
of the duties of the position or for job performance which does not
warrant continued pay at an advanced rate in the salary range shall be
made in accordance with standards established by the appointing authority.

D. Merit increases shall be fairly distributed in
approximate proportion to the personal service budget accorded the various
schedules of employees in the agency.

E. The appointing authority may evaluate the performance
of an employee whose salary is established in this chapter for the purpose
of a salary adjustment only at intervals as described above except in the
case of:

1. Exceptional Performance of Duties. The appointing
authority of an employee who demonstrates exceptional performance of
duties or outstanding qualifications may advance the employee by not more
than ten percent (10%) after twenty-six (26) weeks of employment at a rate
in the salary range.

2. Substandard Performance of Duties. The appointing
authority of an employee whose level of performance is significantly
diminished and no longer warrants payment at the current rate within the
range may be decreased to a lower rate in the salary range.

F. The pay of any employee may be decreased as a
disciplinary action by an appointing authority to a lower rate or step
within a salary. The decrease shall not be greater than fifteen percent
(15%) of the employee's current salary rate. In no case shall the decrease
be below the minimum of the pay range for the class. The appointing
authority may determine that the pay decrease shall be effective for a
specific number of bi-weekly pay periods; providing, however, that such
decrease shall not be effective for more than twenty-six (26) weeks.

G. For the purpose of computing earnings and length of
service for salary advancement, the time shall start with the Sunday
preceding all appointments effective on Monday. Absence from service as a
result of vacation, sick leave, jury/witness leave, suspensions, non-paid
absence, leave of absence for service in the armed forces, and leaves of
absence for study to improve performance of City job will not interrupt
continuous service. Absence from service for any other cause except as set
forth above will result in breaking continuity of service.
(Ord. 62005 § 6, 1990.)

4.46.100 Income sources.

Any salary paid to an employee shall represent the total
remuneration for the employee, excepting reimbursements for official travel
and other payments specifically authorized by ordinance. No employee shall
receive remuneration from the City in addition to the salary authorized in
this chapter for services rendered by the employee in the discharge of the
employee's ordinary duties, of additional duties which may be imposed upon the
employee, or of duties which employee may undertake or volunteer to perform.

Whenever an employee not on an approved paid leave works for
a period less than the regularly established number of hours a day, days, a
week or days bi-weekly, the amount paid shall be proportionate to the hours in
the employee's normal work week and the bi-weekly rate for the employee's
position. The payment of a separate salary for actual hours worked from two or
more departments, divisions, or other units of the City for duties performed
for each of such agencies is permissible if the total salary received from
these agencies is not in excess of the maximum rate of pay for the class.
(Ord. 62005 § 7, 1990.)

4.46.110 Conversion.

A. All pay schedules in Ordinance 61282 shall continue in
effect until the beginning of the bi-weekly pay period starting June 17, 1990,
at which time the rates to be paid to employees in positions of any class for
which a rate is established or changed in Sections 4.46.020 and 4.46.030 or
4.46.040 and 4.46.050 shall become effective and be adjusted as follows:

The salary of each employee whose pay range is established
in Sections 4.46.020 and 4.46.040 shall be increased by two percent (2%) or to
the minimum of the new range whichever is greater.

B. The pay schedules in Sections 4.46.020 and 4.46.040 shall
continue in effect until the bi-weekly pay period starting December 15, 1990,
at which time the rates to be paid to employees in positions of any class for
which a rate is established or changed in Section 4.46.030 and 4.46.050 shall
become effective and be adjusted as follows:

The salary of each employee whose pay range is established
in Sections 4.46.030 and 4.46.050 shall be increased by a factor of two
percent (2%) to the nearest whole dollar, as determined by the appointing
authority.

C. This provision shall not apply to employees whose rate is
deemed to be above the maximum of the new range as a result of demotion or
reallocation. No employee shall be compensated at a rate above the maximum of
the new salary range except as provided in subsection E of this section.

D. No employee shall be reduced in salary by reason of the
adoption of the new pay schedules in this chapter.

E. The appointing authority may establish a special
conversion procedure for a class of position in the event that the appointing
authority determines that a serious inequity would be created by the
application of the conversion procedures established in this section.
(Ord. 62005 § 8, 1990.)